About CounterpartMatch

The Counterpart Match process is a unique and cutting edge approach to employee selection.
There are two major components to this system. The first is a series of measures to evaluate the personality and work values of the applicants.
Six major personality factors and 18 sub facets are measured to provide both a big picture and fine grained analysis of individual personality.
All measures are validated and extensively researched in over 13 languages. Work values are measured with 149 questions proprietary to CounterpartMatch
designed specifically to tap into those values measured by our organizational image profile. This provides an additional level of prediction beyond the
personality predictors. In addition we have built in a scale to identify whether applicants are distorting their responses to appear to be a more attractive
candidate. Candidates who are attempting to 'fake' their personality will be identified by the system.

The second major component of the Counterpart Match system involves a comprehensive evaluation of the organization's image or culture. Based on validated
research this survey employed a lexical approach to identifying the major factors that employees and applicants think about when they are describing the companies
they work in or might work in some day. This is the first tool to measure organizational culture in this way. The Counterpart Match system however was validated
to work with any organization. The system was built by first identifying the major factors that people think about when they describe companies. Starting from
over 1700 variables we narrowed this down by use of sophisticated statistical analyses to identify 8 major factors which represent how people think about
organizations. Over 1200 employees from over 400 companies participated in this research. These data were then combined with employee personality data to
generate equations that predict a number of important organizational outcomes such as Job Satisfaction, Perceived Fit with the organization, Turnover Intentions
and actual job search behaviours. The factors were tailored to improve accuracy and prediction. All of the factors were found to exceed the practice guidelines
in accuracy (reliability) for use of selection tools by the Society for Industrial & Organizational Psychology (Uniform Guidelines for Selection and Assessment)
which are widely used standards for court cases in the United States. The equations are validated predictions for who is likely to fit in an organization based
on its image/culture. The system can also be proactive. If a company identifies the culture it would like to develop, we can identify employees who are likely
to fit with that culture. This feature is useful for companies who are using their personnel selection to assist in changing their culture or to brand their
organization through purposeful hiring.

How predictive is CounterpartMatch?

An important question to ask is how well can Counterpart Match predict important organizational and individual outcomes? Our extensive research shows
that it predicts extremely well. All of our systems employ an evidence based approach. For example, our equations explain more than half of the variability
in Job Satisfaction, Perceived Fit and Engagement with the organization. What does that mean? Well,to compare, equations medical doctors use to predict a
number of 'hard science' outcomes are provided in the table below and compared to the power of some of our equations. The 'R' value represents the strength
of the prediction and it ranges from 0 (no prediction) to 1 (100% prediction).

Factor being predicted

R

Aspirin use and reduction in heart attacks

.02

Coronary bypass surgery and survival at 5 years

.08

Antihistamine use and reduction in runny noses and sneezing

.11

Effects of ibuprofen (eg Advil) on pain reduction

.14

Effects of intelligence on job performance

.53

Counterpart Match Predicting Perceptions of Fit

.74

Counterpart Match Predicting Job Satisfaction

.72

Counterpart Match Predicting Turnover intentions

.40

No system can give 100% prediction but as you can see, our system compares very favourably with widely held beliefs in medical science about the effectiveness of various treatments.
The effectiveness of Counterpart Match is also related to how successful you are at recruiting. If you have a lot of applicants, you can be much more selective and that will greatly
boost the effectiveness of Counterpart Match.

How can Counterpart Match save your company money?

Good fit has been shown to predict a number of outcomes that benefit companies greatly. Increased Fit, Job Satisfaction and Engagement are highly related to voluntary
turnover in your organization. Turnover is costly to organizations. The costs of recruiting, training, and lost productivity can be very high, not to mention the amount
of time and effort by HR staff and hiring managers.